激勵公平性對工作績效與離職傾向影響之研究

The Study of Salespeople's on Motivation Equality to the Work Performance and Turnover Intention of the influence

周復成(Fu-Cheng Chou)

指導教授 ： 陳銘薰

國立臺北大學/商學院/企業管理學系/碩士(2007年)

摘要

台灣藥業一直是一個保守的行業，而業務人員之激勵公平性、工作滿足、工作績效與離職傾向相關研究一直未有廣泛性探討;員工離職一直是人力資源管理上最常遭遇到的問題之一，銷售人員是公司最昂貴的資產之一。因此銷售人員的離職率過高的話，會對公司造成重大的損失，包括新進人員的訓練費用及在此一段時間裡區域內的營業損失等。
本研究以西藥業務人員對激勵公平性、工作滿足、工作績效與離職傾向之相關性來探索其間行為的相互影響性。本研究係以台灣西藥業務人員為研究對象，以便利抽樣法進行問卷調查，總計有26家藥品公司業務人員參與問卷調查，其中歐美公司8家，代理商7家，日商6家，台廠5家。共發出440份問卷，其中有效問卷402份，有效樣本回收率為91.36%。
本研究採用SPSS 14.0統計軟體進行資料分析，主要為量表信度分析、描述性統計分析、變異數分析、Pearson相關係數分析及迴歸分析。
本研究主要探討西藥業務人員之激勵公平性、工作績效、工作滿足與離職傾向是否有顯著的關係與直接或間接影響效果，相互間的關係是否呈現正向或負向相關性，即激勵愈公平時離職傾向是否愈低，激勵愈公平工作績效及工作滿足是否愈高。工作滿足對工作績效表現是否有間接的影響效果，兩者間是否亦呈現正向相關。
研究結果顯示，西藥業務人員之激勵公平性對工作績效有顯著的正向相關，而激勵公平性對離職傾向有顯著的負向相關及影響效果，激勵公平性對工作滿足呈現顯著的正向相關及影響效果，而工作滿足與工作績效間亦呈現顯著的正向關係及影響效果;原假設認為，工作績效較高者的離職行為會比較低，但在本研究結果中卻未獲得驗證。研究結果顯示，西藥業務人員激勵愈公平則離職傾向愈低，工作滿足也愈高;工作滿足愈高則工作績效愈高。
本研究發現西藥業務人員在工作滿足的認知程度較高，工作滿足之認知程度對業務人員之工作績效具完全中介效果。建議後續研究者將業務人員對工作滿足之實質內涵作為更深入探討之議題。

關鍵字

激勵公平性、工作滿足、工作績效、離職傾向

並列摘要

The area of pharmacies in Taiwan has always been a fairly conservative sector; however, extensive discussion on studies on the correlation between motivation equality, work performance and intention to resign for sales person of drugs has always been lacking. Employee turnover has always been the most common problem in HR management, and since sales personnel are usually the most precious asset for enterprises, the high turnover rate of sales people would mean severe losses for any company. The immediate losses include costs of training for new personnel and losses of sales during the time period.
The goal of this research is to study the relationship of motivation equality, work satisfaction, work performance and intention to resign for sales persons of Western medicine in Taiwan in order to determine the correlation between these factors. Sales persons of Western medicine in Taiwan have been chosen as the subjects in this research to obtain input via survey in a convenience sampling model. Sales personnel from a total of 26 pharmaceutical companies participated in the survey; 8 companies are based in Europe/U.S.; 6 companies are agents of foreign products, 6 companies are based in Japan and the remaining 6 are local corporations in Taiwan. A total of 440 copies of questionnaires were distributed and 402 valid questionnaires were recovered. The recovery rate of valid samples is at 91.36%.
SPSS 14.0 statistics software has been used in this research for data analyses such as scale reliability analysis, descriptive statistics analysis, analysis of variance, Pearson correlation coefficient analysis and regression analysis.
The focus of this research is to determine the existence of any significant correlation and direct/indirect effects between motivation equality, work performance, work satisfaction and intention to resign for sales persons of Western medicine in Taiwan. If such a correlation indeed exists, this research is also designed to discover if it is positive or negative; namely, would fairer worker motivation lead to lower inclination to leave or higher work performance/satisfaction? Further more, this research is also an investigation of the indirect influence of factors such as work satisfaction and work performance on employees’ intention to resign from their job and to determine if a positive correlation exists between the two. This research should also help us to answer questions such as “would fairer worker motivation lead to higher work satisfaction and work performance?” and “would work satisfaction have an indirect impact on work performance” and reveal the nature of such correlation.
Results of the research indicated that motivation equality has significant positive correlation on work performance for the subjects. The same can also be said for the correlation between motivation equality and employees’ intention to leave. However, both pairs of motivation equality & work satisfaction and work satisfaction & work performance have shown considerable positive correlation and positive impact. If we recall the original hypothesis of this study, that employees of better work performance should be less inclined to leave, the results of the study turned out to be contradictory with the hypothesis. Results of the study showed that subjects demonstrated less inclination of leaving their jobs and higher work satisfaction with fairer worker motivation. Not only that, we can also conclude that higher work satisfaction would lead to better work performance.
It is also worth noting that in this study, subjects have shown higher level of awareness for work satisfaction, and the level of awareness for work satisfaction apparently has moderating effects on subjects’ work performance. Therefore it is recommended that researchers interested in the same subject matter may want to investigate the actual content and essence of work satisfaction for sales persons in this sector for an in-depth discussion.

並列關鍵字

Motivation Equality, Work Performance, Job Satisfaction, Turnover Intention

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